Recruit and Retain Employees

Recruiting Employees


NI recruiting efforts are so efficient that they are often referred to as the “recruiting machine.” By using best practices across teams, recruiters can focus on obtaining the information they need to make a successful hiring decision for full-time, part-time, or intern/co-op positions. A comprehensive intern and co-op program is at the core of the company’s hiring strategy. In 2016, 33 percent of engineering interns received full-time offers, and an additional 23 percent received returning internship offers. Out of the recent grad new employee hires who will begin working at NI in 2017, 35 percent came from the 2016 internship and co-op program. NI also hires experienced talent for specific functions to sustain strong growth areas of the business and to support international expansion. In 2016, the total number of employees worldwide increased by roughly 1.5 percent.

Employees by Region

Totals are for the number of employees as of December 31 in the given year. In all totals, two part-time employees are counted as one full-time employee.

Type of Employee Designation Category Americas Europe1 Asia/Rest of World1 Total
Regular Full-Time All 3,369.0 1,764.0 1,897.0 7,030.0
    Exempt 2,822.0 1,150.0 1,472.0  
    Nonexempt 547.0 614.0 425.0  
  Part-Time All 20.5 32.0 1.0 53.5
    Exempt 18.0 15.5 1.0  
    Nonexempt 2.5 16.5 0.0  
  Total Regular Employees   3,389.5 1,796.0 1,898.0 7,083.5
Intern/Co-Op2 Full-Time All 24.0 68.0 7.0 99.0
    Exempt N/A N/A N/A  
    Nonexempt 24.0 68.0 7.0 99.0
  Part-Time All 35.0 17.5 15.5 68.0
    Exempt N/A N/A N/A  
    Nonexempt 35.0 17.5 15.5  
  Total Intern/Co-Op Employees   59.0 85.5 22.5 167.0
Other Contracts4,5 Full-Time All 46.0 358.0 193.0 597.0
    Exempt N/A N/A N/A  
    Nonexempt 46.0 358.0 193.0 597.0
  Part-Time Exempt N/A N/A N/A  
    Nonexempt 5.0 1.0 3.0 9.0
  Total Other Contracts   51.0 359.0 196.0 606.0
Total by Region 20143     3,499.5 2,240.5 2,116.5 7,856.5
Total by Region 2013     3,598.5 2,175.0 1,975.5 7,749
Total by Region 2012     3,553.0 2,139.5 1,827.0 7,519.5
Total by Region 2011     3,582.0 2,018.0 1,487.0 7,087
Total by Region 2010     2,665.0 1,892.0 1,315.0 5,920

1In the Europe and Asia/Rest of World (RoW) columns, totals in the Exempt row are for professional employees, and totals in the Nonexempt row are for administrative employees. Part-time employees are counted as .5

2Intern/Co-op employees include Intern/Co-op headcount as of 12/31/14. Part-time interns are counted as .5 headcount as of 12/31/14 .

3Contract total, part-time contractors counted as .5
4NI does not track the number of all supervised workers. This total includes workers from temporary employment agencies but does not include employees of subcontractors, such as cleaning personnel, working for NI on a long-term basis.

5Other contract employees are not included in this total. NI began tracking other contract employees for this report in 2009.

Retaining Employees

Given all that NI invests in finding and hiring the best and brightest employees who fit well into the company culture, retaining employees is essential to the company’s success. People stay at NI because of the culture and core values of respect, honesty, dedication to customers, and commitment to innovation.

Employee Turnover Rate

NI has a consistently low employee turnover rate. In 2016, the voluntary turnover rate for employees worldwide was 8.7 percent, which is 20 percent lower than the US industry average. While 20 percent below US industry average did not achieve our 2016 commitment as the industry average rate dropped significantly, we are confident that we will achieve our commitment to maintain a worldwide voluntary turnover rate at >25 percent below industry average moving forward.

1Industry data is from Radford Surveys and Consulting, which provides biannual turnover data. The 2016 industry data is from October 1, 2016.

Diversity and Inclusion


NI is committed to maintaining a workforce that reflects the faces of worldwide community members, customers, and colleagues. NI promotes equal employment opportunities for all applicants and employees by recruiting, hiring, training, and promoting persons in all job titles on the basis of job-related ability and performance, without regard to race, color, national origin, religion, sex, gender, sexual orientation, gender identity, age, disability, or qualified protected veteran status. As a multinational company, NI offers customized cultural awareness courses through the Develop Rewarding Careers program.

Board Member and Officer Diversity

NI Board Member Diversity

  2011 2012 2013 2014 2015 2016
 

Number

Percent

Number

Percent

Number

Percent

Number

Percent

Number

Percent

Number

Percent

Female

1

14.3%

1

14.3%

1

14.3%

1

14.3%

1

14.3%

1

14.3%

Minority Groups

1

14.3%

1

14.3%

1

14.3%

1

14.3%

1

14.3%

1

14.3%

NI Officer Diversity

  2012 2013 2014 2015 2016
  Number Percent Number Percent Number Percent Number Percent Number Percent
Female 1 2.9% 1 3.2% 1 3.2% 1 3.2% 3 8.3%
Minority Groups 4 11.7% 4 11.7% 4 12.5% 4 12.9% 4 11.1%

The percentage of female and minority officers changed between 2011 and 2012 due to a change in the total number of officers when five officers were added in 2012 (34 officers). The percentage of female and minority officers changed between 2012 and 2013 due to a change in the total number of officers in 2013 (32 officers). The percentage of female and minority officers changed between 2014 and 2015 due to a change in the total number of officers in 2015 (31 officers). The percentage of female and minority officers changed between 2015 and 2016 due to a change in the total number of officers when five officers were added in 2016 (36 officers).

Develop Rewarding Careers


The Develop Rewarding Careers program offers employees tools, resources, and opportunities to prepare them for successful careers at NI. The program helps to align employees’ talents with business opportunities and to continually grow their skills. It is a key component in developing employees to reach beyond their roles and influence the company’s success.

Global Learning Center 

The Global Learning Center is NI’s internal learning management system, which helps administrate, track, and report on instructor-led training and e-learning development content. It provides a centralized, global portal for all learning and related activities. Rolled out to all worldwide employees during 2013, it provides a self-service platform for employees and managers through increased visibility of worldwide offerings, resources, reporting, and insight. 

Continuing Education 

NI supports many forms of continuing education for employees. Skills management and learning programs NI provides include:

  • Tuition assistance for US employees that pursue a job-related degree or course external to NI • Leadership development for individual contributors, supervisors, managers, and leaders
  • NI product training and certification
  • Skills training in interpersonal skills, the NI vision and mission, technical skills, and team effectiveness
  • Recommended reading, employee-led book groups, and a lending library
  • Community board membership for employees who support community organizations through this role

Employee Performance Reviews

Employees meet with their managers individually for a performance review to receive meaningful, constructive feedback at least on an annual basis. NI estimates that 55 percent of employees in Europe and the US received performance reviews in 2014. NI is working to refine the tracking process to collect data from employees worldwide.

Percent of Employee Performance Reviews Completed1,2

2010 2011 2012 20133 2014
72% 80% 74% 55% 55%

1Estimates are calculated based on the number of performance review forms completed by supervisors and submitted to the human resources department.

2Data is from NI headquarters and Europe only.

3NI transitioned to a worldwide human capital management system in 2013, impacting the reporting of this percentage.

Keith Odom

NI R&D Fellow

Keith’s career at NI began as a summer internship in 1987 while he studied electrical and computer engineering at the University of Texas at Austin. Upon graduating and looking to start his career, Keith said he had a number of offers, “But ultimately I chose NI because in my interactions, I realized that we really do hire the ‘best and brightest’ in a way that fosters great camaraderie and teamwork. The people we hire are really smart and motivated to make the company successful, but can also have fun at the same time.” It was this type of work environment that attracted Keith and is the reason he has been at NI for almost 29 years.